Research On R＆D Personnel Performance Management Of Company A Based On CKPS

Nowadays,with the rapid development of science and technology and the rapid development of knowledge economy,innovation has become the leading force and important source for the development of science and technology,economy and society.For a technology-based enterprise,survival and development need innovation,and the main source of innovation is R & D personnel.R & D personnel through the knowledge of science and technology,for the enterprise to create an important value.However,at present,the progress of how to improve the performance management of R & D personnel in our country is slow: either blindly introducing the theories and methods of performance management in foreign countries,or simply replacing performance management with performance appraisal because of lack of professional knowledge.Lead to unsatisfactory management results or the application of the results mechanism is opaque,resulting in unfair results,resulting in the opposite effect,etc.Therefore,how to create a new,operable,local performance management system through scientific management,improve the enthusiasm of R & D personnel,maximize its role,has a very urgent need in the field of performance management in China.Based on the research results of scholars and experts at home and abroad,this paper takes Company A as the research object,through combing the present situation of R & D personnel performance management,using system theory to diagnose the problems in its management,and analyzing its deep-seated reasons.According to the specific industry environment and corporate culture,this paper puts forward some suggestions and improvement measures for the performance management of R & D personnel in company A by using the performance management tools.According to the development strategy of the superior company of company A,this paper determines the direction of the research strategy,optimizes the process of realizing the scientific research project,puts forward the requirements of the related department resource support,and solves the external factors that affect the performance of the R & D personnel.Then,according to the personality characteristics of R & D personnel and the behaviors of human nature to seek benefitsand avoid harm,the author concretely perfects the performance management system of R & D personnel,establishes the flow chart of R & D personnel performance management,and solves the path problem of the realization of the goal.Focus on solving: the implementation of performance management publicity communication problems,quantitative evaluation tools,performance evaluation information transparency,the results of maximum objective and fair,play a positive role;To establish a complete link of scientific research performance management,at the same time to strengthen the professional training of managers,improve their business level,so as to mobilize the enthusiasm and innovation of R & D personnel,and realize the sustainable development of enterprises driven by innovation.On the basis of the establishment of the system,the implementation of the system is ensured from the leadership support,the establishment of organization,the construction of the system and the support of resources.Through the comparison of the effect before and after the optimization of R & D personnel performance management,the evaluation of the performance management effect of this implementation is made and adjusted according to the summary to achieve continuous improvement.The conclusion of this paper,on the one hand,can provide practical guidance for R & D personnel performance management optimization of company A,but also play an important role in the performance management of other parts of the company(such as production,procurement,quality,etc.).Promote the improvement of management in other parts of the company,so as to improve the overall performance of company A.On the other hand,the research tools(9 variables of performance)and the research results(restricted integral system CKPS)can also be used for reference to the performance management of R & D personnel in similar enterprises in this industry.